The strategic focus area of “Optimising Human Capital” provides for optimum people focus on delivering value to our employees and the business on people related strategies. The focus is on the provision of an integrated talent management strategies, provision of business relevant skills at the right time, leadership development and integrated corporate health and wellness strategies. The value of this will be seen in measureable delivery and impact to our business strategy.

The division is structured for delivery of the business strategy with centers of excellence and dedicated human resource generalists that provide human capital solutions to the business.

Employee Value Proposition

Employees who wish to express their knowledge, skills and experience in a high performance environment and make meaningful contribution to the achievement of strategic objectives would have found an employer of choice in RES. Our market related remuneration and benefits, development and retention strategies offer a value proposition that mitigates the limitations of our location and challenges of attracting critical, scarce and mobile skills.

Our employees’ quality of life and wellbeing provides a compelling case for the social corporate investment made as a direct contribution to our employees and their dependants. The provision of housing, recreational facilities, medical facilities, clubs and social centres, bursaries to employee dependants is an imperative to sustained employee productivity.

Talent Recruitment & Selection

Being an equal opportunity employer, RES’s employment policy aims to attract, select and appoint the best talent possible for each position thus creating an opportunity for the optimal deployment and utilization of skills and talent at all levels. To ensure a balanced, business minded and equitable approach to the recruitment, promotion, transfer and redeployment of staff; placement is based on the principles of “best person for the job” and “measuring twice and cutting once”. The use of multiple recruitment tools provides assurance to the securing the best talent based on the above principles.

In the interest of longer term business viability, the primary driver of recruitment initiatives at the technical to managerial levels is the provision for and achievement of RES’s Succession and Localisation Plans.

RES being a relatively large employer receives a high number of applications in response to jobs advertised, therefore as a standard if an applicant does not receive a response within 21 days of the closing date, this will mean that an application was unsuccessful.

Applications for all jobs are received through recruitment@res.co.sz

Talent Development

Our current talent management strategies promote the continuous improvement of the skills of our employees with the understanding that this is an imperative to business performance. Through the performance management system employee development needs, both technical and managerial/leadership, are identified and facilitated through the Learning Consultants. The development of our employees has a close link to our succession planning processes as well as localisation.

In keeping with the strategy to provide a reliable supply of critical skills and talent, RES has in place structured training and development programs for the development of a talent pipeline through the Apprentice & Graduate Training Programme and leadership development programs.

Trainees related applications must be sent through to recruitment@res.co.sz